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Why wonder if your employees
are engaged. Measure it.


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12 Need-to-know Stats on Employee Engagement (73KB pdf)

Employee Engagement (557KB pdf)

State of Engagement October 2016 (839KB png)

10 shocking stats about Employee Engagement (1400KB jpg)

The top human capital trend (Deloittes) in South Africa, in order of importance index is Engagement and culture (82%)

These concerns are grounded in what is disconcerting data:

  • Gallup's 2014 research shows that only 13 percent of all employees are "highly engaged," and 26 percent are "actively disengaged."

  • Glassdoor, a company that allows employees to rate their employers, reports that only 54 percent of employees recommend their company as a place to work.

  • In the high-technology industry, two-thirds of all workers believe they could find a better job in less than 60 days if they only took the time to look.

  • Eighty percent of organizations believe their employees are overwhelmed with information and activity at work (21 percent cite the issue as urgent), yet fewer than 8 percent have programs to deal with the issue.

  • More than 70 percent of Millennials expect their employers to focus on societal or mission-driven problems; 70 percent want to be creative at work; and more than two-thirds believe it is management's job to provide them with accelerated development opportunities in order for them to stay.

The employee-work contract has changed: People are operating more like free agents than in the past. In short, the balance of power has shifted from employer to employee, forcing business leaders to learn how to build an organisation that engages employees as sensitive, passionate, creative contributors. We call this a shift from improving employee engagement to a focus on building an irresistible organisation.

Research suggests that we need to rethink the problem. There are three issues to address:

  1. Companies need to expand their thinking about what “engagement” means today, giving managers and leaders specific practices they can adopt, and holding line leaders accountable.
  2. Companies need tools and methods that measure and capture employee feedback and sentiment on a real-time, local basis so they can continuously adjust management practices and the work environment at a local level.
    These tools include employee feedback systems as well as data analytics systems that help identify and predict factors that create low engagement and retention problems.
  3. Leaders in business and HR need to raise employee engagement from an HR program to a core business strategy.

Why wonder if your employees are engaged. Get in touch and let's measure it.